Why choose us?

 

It is not what we do but how we do it that sets us apart.

We are not about the quick buck. We are about doing the right thing because true success in business is measured in more than just profit.

Our clients choose us because they want to get work done without sacrificing integrity or personalised service. They probably love our homemade cookies too.

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<h2 data-sourceflow-type="text" data-sourceflow-path="whyChooseUs.section.subtitle">It is not what we do <span class="secondary-color">but how we do</span> it that sets us apart.</h2>
What makes us different?

Cut your candidate screening time

Overview

We are not about the quick buck. We are about doing the right thing because true success in business is measured in more than just profit.

Our clients choose us because they want to get work done without sacrificing integrity or personalised service. They probably love our homemade cookies too.

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Cut your candidate screening time

We are not about the quick buck. We are about doing the right thing because true success in business is measured in more than just profit.

Our clients choose us because they want to get work done without sacrificing integrity or personalised service. They probably love our homemade cookies too.

What makes us different?

Cut your candidate screening time

We are not about the quick buck. We are about doing the right thing because true success in business is measured in more than just profit.

Our clients choose us because they want to get work done without sacrificing integrity or personalised service. They probably love our homemade cookies too.

What makes us different?

Cut your candidate screening time

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Cut your candidate screening time

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How we demonstrate our care for people and the world

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Testimonials

Trusted by people like you

We’re here to help

Have a utilities recruitment challenge that's keeping you up at night?

What's on our mind?

Our insights and tips on some of your most burning questions

RESOURCE
12-Step Guide: Reduce your time-to-hire with the help of a candidate referral scheme

12-Step Guide: Reduce your time-to-hire with the help of a candidate referral scheme

Here’s a 12-step guide on how to reduce your time-to-hire with the help of a candidate referral scheme: Plan and set goals Define clear goals for your referral program. Determine how much you want to reduce the time-to-hire and how many successful hires you aim to achieve through this program. Design the programme Create a well-structured referral program. Decide on the incentives you'll offer to employees who refer successful candidates. These incentives could include monetary rewards, gift cards, extra vacation days, or even a special recognition within the company. Promote the programme Make sure all employees are aware of the referral program. Use company-wide communications, meetings, and emails to inform them about the programme’s benefits and how it can positively impact the hiring process. Provide clear guidelines Offer clear guidelines on the types of candidates you’re looking for and the positions you’re hiring for. This will help employees understand what kind of referrals will be valuable to the company. Simplify the referral process Make the referral process easy and onvenient. Provide an online portal or a simple form where employees can submit referrals along with the necessary information. Engage hiring managers Involve hiring managers in the process. They can provide insights into the skills and qualities they're seeking in candidates, which will help employees make more targeted referrals. Regular updates Keep employees informed about the progress of referred candidates. Send regular updates on the status of the referred candidates’ application and interview process. Timely communication Once a referral is received, promptly communicate with the referred candidate. Speed up the interview process for referred candidates to show the commitment to the programme and keep them engaged. Streamlined interviews Streamline the interview process for referred candidates. If possible, prioritise their interviews to ensure they move through the process quickly. Feedback and recognition Provide feedback to employees who make referrals. Even if the referred candidate isn’t selected, acknowledge the effort, and show appreciation for their contribution. Monitor and measure Continuously monitor the performance of your referral programme. Measure metrics such as time-to-hire, the number of successful referrals, and the quality of hires. Adjust the programme if necessary to achieve better results. Refine the programme Based on the data and feedback you gather, refine the referral programme over time. Adjust the incentives, communication strategies, or guidelines as needed to improve the programme’s effectiveness. By implementing a well-designed candidate referral scheme, you can harness the power of your current employees’ networks to source potential candidates, ultimately speeding up the hiring process and increasing the likelihood of successful hires. Want to find out more? Fill out our contact form below and one of our experts will get back to you.

By Rullion on 07 January 2025

Building Talent, Not Buying It: A Smarter Workforce Strategy

Building Talent, Not Buying It: A Smarter Workforce Strategy

Traditional hiring models are increasingly struggling to meet the needs of modern organisations. Many critical infrastructure organisations across sectors like energy, transport, and utilities are hitting the same wall: rising recruitment costs, critical skills shortages, and new hires who struggle to adapt quickly enough to complex working environments. While external recruitment will always have its place, it’s no longer enough on its own. It’s time to consider more balanced, sustainable approaches, like Train to Deploy (TTD), a workforce transformation model that enables organisations to look at retraining and growing the talent they need, reduce risk, and create more resilient teams. What’s broken with the "Buy Talent" Model? For years, the default hiring strategy has been reactive: hire fast, fill the gap, and hope it sticks. But for many organisations, that model is now showing cracks: Niche skills are increasingly hard to find The cost of contingent labour is rising New hires often struggle with cultural fit or lack the hands-on readiness needed Scarcity of Niche Skills Whether it’s engineers in nuclear, software talent in tech, or skilled operatives in mechanical and electrical sectors, niche capabilities are becoming harder to source. As infrastructure projects grow in complexity and the transition to renewables accelerates, demand is far outpacing supply. This skills gap creates a bottleneck for delivery, drives up competition, and increases your exposure to project delays and rising costs. High Recruitment Costs Traditional hiring methods come with a hefty price tag – recruitment agency fees, advertising, vetting all the candidates, and onboarding – they all add up. And when hires don’t work out, the cost of starting over is even higher. In sectors managing large-scale infrastructure or utilities programmes, this cycle of churn can undermine everything from workforce morale to project timelines and long-term planning. Cultural Misalignment Technical expertise doesn’t guarantee success, especially in complex environments like energy sites, control rooms, or high-stake multi-contractor projects. If new hires struggle to adapt culturally or operationally, productivity dips, safety risks rise, and team dynamics suffer. What "Building Talent" Really Looks Like Behaviour-First Hiring Traditional recruitment filters for qualifications and past experience. But this method often misses high-potential individuals who could thrive with the right development. Unlike other Hire Train Deploy models, Rullion’s Train to Deploy solution rethinks what makes someone the right fit and hiring for potential. Using behaviour-first hiring, or a train-to-match approach, Rullion focuses on mindset, adaptability, capability, and learning agility. In sectors like utilities, transport, and rail where on-the-ground collaboration is key, this approach helps to de-risk the process by bringing in talent that aligns with your organisational values, then upskilling or reskilling them in the technical areas your teams actually need. Tailored Technical Development Instead of waiting for the perfect candidate to emerge from the market, organisations can look to invest in upskilling and reskilling their existing teams to meet their specific business needs. Tailored development ensures training mirrors your actual operational requirements, right down to systems, tools, and standards. It’s a core step in delivering effective workforce transformation, ensuring your teams are equipped with the exact capabilities needed to perform and progress. Long-Term Workforce Resilience Organisations that build from within and invest in their people are far more resilient. When employees grow alongside the organisation, they develop deeper institutional knowledge and the ability to flex as priorities shift. This approach promotes long-term retention and creates a stable, adaptable workforce ready to meet future challenges head-on. Why Train to Deploy is Different Custom Workforce Pathways Every business, site, and sector is different. What works in a retail logistics site won’t work in a nuclear-grade facility. Rullion’s TTD model adapts to your reality. They co-design specific training and workforce development pathways which you have full visibility over; this gives you full control in aligning training modules with your unique business objectives and challenges. Rullion does the heavy lifting, and you get work-ready people who have developed the exact skills and knowledge your company needs. A Faster Route to Workforce Readiness One of the key benefits of TTD services is its ability to rapidly prepare employees for new roles. While it may not be about “faster deployment” in the traditional sense, train and deploy solutions offer a quicker route to workforce readiness by focusing on specific, targeted skills development. This leads to a more efficient onboarding process and a workforce that is ready to contribute from day one, without the typical lag time that comes with traditional recruitment. As part of a wider workforce transformation effort, this accelerated readiness helps organisations meet evolving demands without compromising on quality, safety, or team cohesion. It’s a smarter ramp-up for complex environments where getting it right the first-time matters. Social Value and Diversity Built-In A key value of TTD is its ability to break down traditional barriers and broaden access to talent. Rullion believes in inclusion without limits. If someone can demonstrate they’ve got the right mindset and behaviours, then Rullion will build the skillset, regardless of what role or industry that person previously worked in. This means that their Train to Deploy approach is capable of building truly inclusive talent pools, holding the doors open to those with the potential to thrive, regardless of their situation. This is the power of a real workforce transformation strategy, giving organisations the opportunity to do things differently while strategically expanding their talent pool to better reflect the communities and industries they serve. It creates scalable, inclusive, and resilient workforces ready to meet the demands of tomorrow. Building the For the Future, Not Just Today Organisations need more than just quick fixes to their talent challenges. The future of workforce development lies in building talent from within, investing in the potential of existing employees and creating an environment where growth and adaptability thrive. Train to Deploy (TTD) provides a clear, sustainable path to achieving this. It’s a workforce transformation model designed to reduce reliance on external recruitment while building resilient, high-performing teams that keep your organisation ahead of the curve. Want to explore how train to deploy could work for your sector? Visit Rullion’s Train to Deploy solution page or book a discovery call with one of their consultants to see how Rullion can help you get work done.

By Rullion on 22 May 2025

Why choose us?

Here's why people love working with us.

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Description

Meet the Exec Team

These are the people driving our vision and success.

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What's on our mind?

Our insights and tips on some of your most burning questions

RESOURCE
12-Step Guide: Reduce your time-to-hire with the help of a candidate referral scheme

12-Step Guide: Reduce your time-to-hire with the help of a candidate referral scheme

Here’s a 12-step guide on how to reduce your time-to-hire with the help of a candidate referral scheme: Plan and set goals Define clear goals for your referral program. Determine how much you want to reduce the time-to-hire and how many successful hires you aim to achieve through this program. Design the programme Create a well-structured referral program. Decide on the incentives you'll offer to employees who refer successful candidates. These incentives could include monetary rewards, gift cards, extra vacation days, or even a special recognition within the company. Promote the programme Make sure all employees are aware of the referral program. Use company-wide communications, meetings, and emails to inform them about the programme’s benefits and how it can positively impact the hiring process. Provide clear guidelines Offer clear guidelines on the types of candidates you’re looking for and the positions you’re hiring for. This will help employees understand what kind of referrals will be valuable to the company. Simplify the referral process Make the referral process easy and onvenient. Provide an online portal or a simple form where employees can submit referrals along with the necessary information. Engage hiring managers Involve hiring managers in the process. They can provide insights into the skills and qualities they're seeking in candidates, which will help employees make more targeted referrals. Regular updates Keep employees informed about the progress of referred candidates. Send regular updates on the status of the referred candidates’ application and interview process. Timely communication Once a referral is received, promptly communicate with the referred candidate. Speed up the interview process for referred candidates to show the commitment to the programme and keep them engaged. Streamlined interviews Streamline the interview process for referred candidates. If possible, prioritise their interviews to ensure they move through the process quickly. Feedback and recognition Provide feedback to employees who make referrals. Even if the referred candidate isn’t selected, acknowledge the effort, and show appreciation for their contribution. Monitor and measure Continuously monitor the performance of your referral programme. Measure metrics such as time-to-hire, the number of successful referrals, and the quality of hires. Adjust the programme if necessary to achieve better results. Refine the programme Based on the data and feedback you gather, refine the referral programme over time. Adjust the incentives, communication strategies, or guidelines as needed to improve the programme’s effectiveness. By implementing a well-designed candidate referral scheme, you can harness the power of your current employees’ networks to source potential candidates, ultimately speeding up the hiring process and increasing the likelihood of successful hires. Want to find out more? Fill out our contact form below and one of our experts will get back to you.

By Rullion on 07 January 2025

Building Talent, Not Buying It: A Smarter Workforce Strategy

Building Talent, Not Buying It: A Smarter Workforce Strategy

Traditional hiring models are increasingly struggling to meet the needs of modern organisations. Many critical infrastructure organisations across sectors like energy, transport, and utilities are hitting the same wall: rising recruitment costs, critical skills shortages, and new hires who struggle to adapt quickly enough to complex working environments. While external recruitment will always have its place, it’s no longer enough on its own. It’s time to consider more balanced, sustainable approaches, like Train to Deploy (TTD), a workforce transformation model that enables organisations to look at retraining and growing the talent they need, reduce risk, and create more resilient teams. What’s broken with the "Buy Talent" Model? For years, the default hiring strategy has been reactive: hire fast, fill the gap, and hope it sticks. But for many organisations, that model is now showing cracks: Niche skills are increasingly hard to find The cost of contingent labour is rising New hires often struggle with cultural fit or lack the hands-on readiness needed Scarcity of Niche Skills Whether it’s engineers in nuclear, software talent in tech, or skilled operatives in mechanical and electrical sectors, niche capabilities are becoming harder to source. As infrastructure projects grow in complexity and the transition to renewables accelerates, demand is far outpacing supply. This skills gap creates a bottleneck for delivery, drives up competition, and increases your exposure to project delays and rising costs. High Recruitment Costs Traditional hiring methods come with a hefty price tag – recruitment agency fees, advertising, vetting all the candidates, and onboarding – they all add up. And when hires don’t work out, the cost of starting over is even higher. In sectors managing large-scale infrastructure or utilities programmes, this cycle of churn can undermine everything from workforce morale to project timelines and long-term planning. Cultural Misalignment Technical expertise doesn’t guarantee success, especially in complex environments like energy sites, control rooms, or high-stake multi-contractor projects. If new hires struggle to adapt culturally or operationally, productivity dips, safety risks rise, and team dynamics suffer. What "Building Talent" Really Looks Like Behaviour-First Hiring Traditional recruitment filters for qualifications and past experience. But this method often misses high-potential individuals who could thrive with the right development. Unlike other Hire Train Deploy models, Rullion’s Train to Deploy solution rethinks what makes someone the right fit and hiring for potential. Using behaviour-first hiring, or a train-to-match approach, Rullion focuses on mindset, adaptability, capability, and learning agility. In sectors like utilities, transport, and rail where on-the-ground collaboration is key, this approach helps to de-risk the process by bringing in talent that aligns with your organisational values, then upskilling or reskilling them in the technical areas your teams actually need. Tailored Technical Development Instead of waiting for the perfect candidate to emerge from the market, organisations can look to invest in upskilling and reskilling their existing teams to meet their specific business needs. Tailored development ensures training mirrors your actual operational requirements, right down to systems, tools, and standards. It’s a core step in delivering effective workforce transformation, ensuring your teams are equipped with the exact capabilities needed to perform and progress. Long-Term Workforce Resilience Organisations that build from within and invest in their people are far more resilient. When employees grow alongside the organisation, they develop deeper institutional knowledge and the ability to flex as priorities shift. This approach promotes long-term retention and creates a stable, adaptable workforce ready to meet future challenges head-on. Why Train to Deploy is Different Custom Workforce Pathways Every business, site, and sector is different. What works in a retail logistics site won’t work in a nuclear-grade facility. Rullion’s TTD model adapts to your reality. They co-design specific training and workforce development pathways which you have full visibility over; this gives you full control in aligning training modules with your unique business objectives and challenges. Rullion does the heavy lifting, and you get work-ready people who have developed the exact skills and knowledge your company needs. A Faster Route to Workforce Readiness One of the key benefits of TTD services is its ability to rapidly prepare employees for new roles. While it may not be about “faster deployment” in the traditional sense, train and deploy solutions offer a quicker route to workforce readiness by focusing on specific, targeted skills development. This leads to a more efficient onboarding process and a workforce that is ready to contribute from day one, without the typical lag time that comes with traditional recruitment. As part of a wider workforce transformation effort, this accelerated readiness helps organisations meet evolving demands without compromising on quality, safety, or team cohesion. It’s a smarter ramp-up for complex environments where getting it right the first-time matters. Social Value and Diversity Built-In A key value of TTD is its ability to break down traditional barriers and broaden access to talent. Rullion believes in inclusion without limits. If someone can demonstrate they’ve got the right mindset and behaviours, then Rullion will build the skillset, regardless of what role or industry that person previously worked in. This means that their Train to Deploy approach is capable of building truly inclusive talent pools, holding the doors open to those with the potential to thrive, regardless of their situation. This is the power of a real workforce transformation strategy, giving organisations the opportunity to do things differently while strategically expanding their talent pool to better reflect the communities and industries they serve. It creates scalable, inclusive, and resilient workforces ready to meet the demands of tomorrow. Building the For the Future, Not Just Today Organisations need more than just quick fixes to their talent challenges. The future of workforce development lies in building talent from within, investing in the potential of existing employees and creating an environment where growth and adaptability thrive. Train to Deploy (TTD) provides a clear, sustainable path to achieving this. It’s a workforce transformation model designed to reduce reliance on external recruitment while building resilient, high-performing teams that keep your organisation ahead of the curve. Want to explore how train to deploy could work for your sector? Visit Rullion’s Train to Deploy solution page or book a discovery call with one of their consultants to see how Rullion can help you get work done.

By Rullion on 22 May 2025

Why Choose us?

Here’s why we’re the trusted partner for transport workforce solutions:

Deep Transport Sector Experience
Deep Transport Sector Experience
We’ve supported the transport industry for decades, working across rail, aviation, and highways. We understand the complexities of this sector and know how to maximise transferrable skills to expand your talent pool.
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Pre-employment screening FAQ

Hiring the right people is critical, and pre-employment screening plays a key role in making informed, compliant hiring decisions. Whether you're recruiting for highly regulated sectors like Nuclear or Transport & Rail, or simply want to ensure candidates meet your standards, our FAQs cover the most common questions about background checks and our pre-employment screening services.

Jobs on UK nuclear sites often require BPSS as a baseline, with higher-level clearances such as Counter Terrorist Check or Security Check depending on the role and level of access. These checks assess criminal, financial, and personal history to determine suitability. Security clearance for Hinkley Point C or Sizewell C typically involves strict background screening to meet both government and nuclear industry security standards.

A pre-employment background check is a screening process employers use to verify a candidate’s identity, work history, criminal record, education, and other relevant details before hiring. It helps you make sure a potential candidate is qualified, trustworthy, and suitable for the role.

BPSS (Baseline Personnel Security Standard) clearance is a UK government standard used to verify the identity, right to work, criminal record (basic DBS), and employment history of individuals working in sensitive or secure roles. It is often required for roles in the critical infrastructure sector.

Rail industry roles typically require Right to Work, identity verification, employment history checks, criminal record checks (DBS), and drug and alcohol testing. For safety-critical roles, additional medical assessments and industry-specific checks may apply.

The timeline for employment screening depends on the role, industry, and depth of checks required. Basic background checking services, such as identity verification and criminal record checks, can be completed in as little as 1-5 working days. More detailed employment screening services, such as verifying work history, qualifications, or international records, can take longer. On average, our background screening solutions are completed within 5-10 working days.

A background check reflects a moment in time and is typically valid until a re-check is required. While there’s no legal expiry in the UK, many organisations using employment screening services choose to renew checks every 2-5 years as a risk management best practice. This helps ensure background check services remain accurate and up to date, particularly for roles with regulatory or security responsibilities.

Most checks look back three 3 -7 years, depending on the type of data and the role. Criminal record checks usually cover the past 5-7 years, while employment and education history are often verified back to a candidate’s earliest relevant experience, typically from age 18 onwards. For regulated sectors, such as nuclear or financial services, background screening solutions may include more in-depth checks going back further.